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Workplace Accommodation for Disability

Title

WORKPLACE ACCOMMODATION FOR DISABILITY POLICY

Department

HUMAN RESOURCES

Policy

 

 

The University complies with the Americans with Disabilities Act (ADA) relative to considering and providing reasonable accommodations for employees with disabilities defined under the act.

Process

 

 

During the onboarding process, all new employees are given the opportunity to declare whether or not they have a disability that might require a reasonable accommodation.  Once employed, if situations arise that require similar consideration, the employee should contact Human Resources to report the need and begin the process of review.  Certain conditions may require medical evidence and a declaration by the employee that they have a condition warranting in consideration of an accommodation.  Such initial evaluation would be at the expense of the employee seeking the relief with the University reserving the right to seek a second opinion at University expense.  Included in this declaration should be a suggestion as to the nature and scope of the accommodation.

   

Procedure

Human Resources will make a determination to call in an expert to conduct a Job Hazards Analysis.  The expert will make recommendations to improve the ergonomic situation at the work site and to eliminate the hazards where possible or to minimize them through personal protective equipment or change in the design of the work station.  Ultimately, to verify or modify the accommodation requested or to determine that there is no reasonable accommodation available. 

 

Modification of job duties is not considered a reasonable accommodation.

 

 

Approved by

 

Approval Date

 

Revised Date

August 12, 2013

 

 

 

Last modified at 8/15/2013 10:34 AM  by Hoxha, Anisa